Delegation, Handling Dissatisfaction, and Coaching Emerging Leaders [Office Hours #019]

Your questions. Answered.

👋 Welcome to a 🔒 subscriber-only edition 🔒 of our Office Hours newsletter. Every Tuesday, we tackle reader questions covering the most demanding challenges of management and leadership. (We share our best free content on LinkedIn).

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In this week's edition, we answer:

1. How do you delegate effectively without feeling like you’re losing control of the outcomes?

2. How do you address quiet dissatisfaction on your team when no one speaks up openly, but morale seems low?

3. How do you coach a promising but inexperienced team member into a leadership role without overwhelming them?

Let’s get started…

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Question 1:

Oliver from Copenhagen
How do you delegate effectively without feeling like you’re losing control of the outcomes?

Response:
Dear Oliver,

Delegation can feel risky—especially when you care deeply about quality and results. But done right, delegation doesn’t mean giving up control; it means expanding your impact by empowering others to succeed. It’s one of the highest-leverage skills a leader can develop.

1. Clarify Outcomes, Not Just Tasks

When delegating, don’t just hand off a checklist—frame the bigger picture. Explain not just what needs to happen, but why it matters. For example:

"Your goal isn’t just to organize the event—it’s to create an experience that strengthens customer loyalty and drives referrals."

When people understand the purpose behind the task, they make better decisions without constant oversight.